- Alternate Work Location
- Breastfeeding in the Workplace
- Children in the Workplace
- Commercial Motor Vehicle Operator Drug Testing
- Compensation Policies
- Criminal Background Screening
- Disclosure of Campus Security Policy and Campus Crime Statistics
- Drug-Free Workplace
- Eligibility for Rehire
- Employment of Relatives Policy
- Employment Reference Policy
- Essential Employees
- Faculty & Staff Name/Gender Change
- Family Medical Leave Act (FMLA) Policy
- Institutional Recovery and COVID-19 Return to the Workplace
- Marine Operator Drug and Alcohol Testing Policy
- Modified Duty Program
- Non-student Hourly OPS Employment
- Notice of Voluntary Resignation
- Political Activity
- Reporting and Investigating Fraudulent or Other Wrongful Acts
- Sexual Harassment
- Social Media
- Software Copyright Policy
- State Vehicle Seatbelt Use Requirement
- Training Attendance
- Vulnerable Persons
- Workplace Violence
Below are links to some frequently referenced UF policies. For more complete information on UF regulations and policies, please see the UF General Counsel’s website.
Users of university IT resources must comply with federal and state laws, university rules, regulations and policies, and the terms of applicable contracts including software licenses while using university IT resources.
All University units are expected to fund required accommodation assistance for individuals who are registered with the University’s Americans with Disabilities Act Compliance Office.
Working at an approved alternate location instead of physically traveling to a central workplace is a work alternative that University of Florida supervisors may offer to employees when such requests meets the eligibility criteria.
As one of the leading universities in the country that promotes work/life balance for all its employees, UF supports and encourages breastfeeding upon return to work.
Although children are welcome at the university for special events, visits should be limited to exceptions or emergencies.
Including information on Wage & Hour Law; Pay for Promotion, Demotion or Reassignment; Perquisites; Visa Status; and more
In compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the university makes available to prospective employees its annual security and fire safety report.
This summary of policies on the use of alcohol and other drugs is provided in response to the Drug-Free Schools and Communities Act Amendments of 1989.
Includes the CMVO Drug & Alcohol Policy and the CMVO Safe Drive Policy
In keeping with Florida Statutes, Section 768.095, truthful reference information can be provided without fear of liability if the information is factual and without malicious intent or discrimination if provided about former or current employees to a prospective employer at the prospective employer’s request.
There may be times when the University closes due to an emergency and essential personnel are required to work. If non-exempt employees are required to work during an emergency closing, in addition to their normal pay, they will earn one hour of compensatory leave for each hour worked during the emergency closing.
Staff and academic personnel with a reasonable basis for believing fraudulent or wrongful acts have occurred have a responsibility to report such incidents to the Office of Internal Audit and should not confront the individuals who may be investigated.
The Health Insurance Portability and Accountability Act (HIPAA) is federal legislation designed to limit gaps in insurance coverage and to improve the privacy of personal health information.
UF assesses the needs of students or employees with HIV infection on a case-by-case basis.
The University of Florida prohibits trafficking in persons, procurements of a commercial sex act or the use of forced labor in the performance of a federal award. The consequence of policy violation is termination of employment and criminal prosecution.
This policy provides guidance on what is required of UF employees for COVID-19 screening, returning to work, and working to create a safer environment, in support of the UF Institutional Recovery Strategy.
This policy affirms the University of Florida’s commitment to providing an environment free of the abuse of alcohol and the illegal use of drugs and alcohol in accordance with the Drug Free Schools and Communities Act Amendments of 1989, and, specifically, its compliance with the drug and alcohol testing provisions of U.S. Coast Guard’s Drug and Alcohol Testing program as set forth in Title 46 Code of Federal Regulations (CFR) Parts 4, 5 and 16, 33 CFR 95, and 49 CFR Part 40.
The purpose of this policy is to outline employment provisions for all non-student hourly Other Personnel Services (OPS) employees at the University of Florida.
While we hope your employment with the University of Florida is positive and lasting, should you plan to voluntarily resign from your position, university regulation requires exempt employees to provide their departments with one month’s notice. Non-exempt employees must provide at least two weeks’ notice.
Institutions like UF may not participate in any political campaign or provide anything of value to support or oppose a candidate for public office.
Includes information on hiring policies, notices of appointment, TEAMS employment, alternate work locations, outside employment, personnel files and more
UF is committed to maintaining a safe and comfortable workplace and academic environment.
Information on social media, acceptable use and employee responsibilities
Derived from U.S. copyright law, the Florida Computer Crimes Act, and legal agreements in the form of licenses and purchase agreements
All employees must wear seat belts while operating or riding in a state vehicle.
Smoking and tobacco use are prohibited in all facilities and areas of the University of Florida campus with no exception.
Attendance is typically counted as time worked; employees must get supervisory permission.
State law requires a state university administrator,upon receiving information from another institution employee, to report known or suspected child abuse, neglect or abandonment.
Violent acts, threats (direct or implied), unlawful harassment, verbal or physical abuse, stalking, intimidation, and other disruptive behavior will not be tolerated.